Some vacancies in pharma and medtech seem permanently open, but why?
In an increasingly competitive life sciences market, employers are facing critical shortages in key commercial and technical positions. From Key Account Managers to Market Access experts, finding the right balance of scientific knowledge, commercial skill, and strategic insight has never been harder. Here, we explore what’s driving the shortage and how innovative hiring strategies are helping companies build stronger, more sustainable teams.
The Challenge
Across the pharmaceutical and medtech sectors, certain roles remain consistently difficult to fill, including:
- Key Account Managers and Territory Managers with specialist therapy-area expertise
- Market Access or HEOR professionals who can navigate complex healthcare systems
- Clinical Application Specialists who balance technical depth with commercial credibility
- Senior Business leaders in niche or emerging product areas
What do these positions have in common? They demand a rare mix of attributes: scientific understanding, commercial acumen, regulatory awareness, and strategic agility. Finding professionals who excel across all four areas is a major challenge.
At the same time, competition for these profiles is fierce. Global corporations, innovative start-ups, and fast-growing digital health players are all targeting the same limited pool of experienced professionals. The result is a talent market where demand far outstrips supply.
The Root Causes
- Evolving Skill Sets
Sales roles have evolved dramatically. As healthcare systems move toward value-based care and integrated delivery models, employers now need commercially minded professionals who can act as strategic partners to customers. This requires deeper clinical knowledge, data literacy, and influencing skills — a combination that takes years to master.
- Regional Disparities
The UK’s life sciences expertise is not evenly distributed. While the South East, North West, and parts of Scotland benefit from established pharma and medtech clusters, other regions struggle to attract or retain experienced candidates. This imbalance leaves many territories permanently under-resourced.
- Shifting Candidate Expectations
Today’s professionals are looking for more than a title or salary. They want flexibility, development, and purpose. A strong culture, clear progression, and work-life balance are now deciding factors when choosing an employer.
- Market Maturity and Complexity
As companies diversify portfolios and integrate technology into their pipelines, they need professionals who can bridge traditional product knowledge with innovation. That combination is rare, and the competition for it is intense.
Moving Toward Solutions
The most successful organisations are rethinking how they attract, assess, and develop sales talent. Instead of reacting to vacancies, they are building proactive, long-term strategies that align with business goals and market evolution.
At Evolve, we have seen the best results where companies take a multi-layered approach, addressing both early-career and senior-level hiring challenges.
- Broadening the Definition of “Qualified” Talent
One of the most effective ways to tackle talent shortages is to broaden what “qualified” looks like. Instead of recruiting solely for direct experience, employers are assessing potential, mindset, and learning agility.
Our GAP+ Programme supports this approach. Designed to identify, train, and place new-to-market graduates into medical sales roles, GAP+ equips them with the scientific and commercial foundations needed to succeed. By focusing on ambition and adaptability, GAP+ has helped clients build high-performing teams in regions that have traditionally struggled to attract experienced candidates.
These graduates bring energy, curiosity, and a strong desire to learn — qualities that often lead to long-term success and retention.
- Developing Leadership Pipelines from Within
For mid-to-senior roles, internal development remains one of the most sustainable solutions. Companies that invest in structured leadership programmes, mentoring, and career progression pathways are filling critical vacancies faster while improving retention.
By identifying high-potential talent early and giving them the tools to grow, businesses can reduce dependency on external hiring and create a loyal, future-ready workforce.
- Attracting Senior Talent Through Flexibility and Purpose
Experienced professionals increasingly value flexibility and impact. Organisations offering hybrid work, territory redesigns, or part-time strategic roles are better positioned to attract senior-level talent.
Purpose is another major driver. Candidates are drawn to companies that clearly articulate how their work improves patient outcomes and contributes to innovation in healthcare. A compelling employer value proposition (EVP) that highlights culture, mission, and growth opportunities can significantly improve hiring outcomes at this level.
- Re-engaging Experienced Professionals
Many highly skilled professionals have stepped away from the industry for personal or lifestyle reasons. Through return-to-work initiatives, interim projects, or consultancy roles, companies can re-engage this valuable talent pool. These professionals often bring decades of experience and can deliver immediate results with minimal training.
- Adopting a Proactive, Data-Driven Approach
Leading organisations are moving away from reactive hiring and adopting data-driven workforce planning. By mapping future skill needs and monitoring market trends, they can build talent pipelines well before vacancies arise.
This proactive approach, combined with strong employer branding, ensures that when opportunities open, there are already engaged, qualified candidates ready to step in.
The Future of Recruitment in Pharma and MedTech
Hard-to-fill roles will always exist in an industry as specialised and fast-moving as life sciences. The key is to view recruitment as a strategic investment rather than a short-term solution.
By combining early-talent development through initiatives like GAP+, with leadership development, flexible senior hiring, and data-led workforce planning, organisations can overcome even the toughest recruitment challenges.
The talent is out there - it may just look different from what it used to. The companies that succeed will be those willing to adapt, invest, and think differently about what great looks like.
What strategies have helped you attract or develop hard-to-find talent in pharma or medtech sales? Contact us to see how we can help you
